Hiring teams want candidate screening that’s efficient and accessible. One-way video interviews help in early stages, but they’re new to many candidates. Use this guide to explain the format clearly and set expectations with your talent pool.
What is a one-way video interview?
A one-way video interview lets candidates record answers to preset questions without a live interviewer. Questions appear on screen, and candidates respond on their own schedule within a set time window.
Also called
- On-demand interview — flexible timing
- Automated online video interview — digital, self-service format
- Pre-recorded interview — recording emphasis
- Asynchronous interview — not live or simultaneous
Unlike traditional interviews, there’s no real-time conversation. Hiring teams review recordings later to decide who advances.
Why employers use one-way video interviews
- Scheduling flexibility — candidates interview when it suits them, across time zones and work shifts
- Consistent screening — everyone gets the same questions in the same format, making comparisons fair
- Faster decisions — reviewers watch on their own time, no calendars to coordinate
- Reduced interviewer bias — structured prompts keep focus on job-relevant evidence over small talk
Well-designed processes often see higher completion rates because candidates value flexibility.
When to use one-way interviews in your process
Best placed after résumé review and before live interviews to narrow the funnel efficiently.
Works especially well for
- High-volume hiring roles with many applicants
- Entry-level roles where communication matters
- Remote roles where video comfort is relevant
- Campus recruiting across varied schedules
Less effective for
- Senior roles needing deep, back-and-forth problem solving
- Roles where interpersonal dynamics are the primary evaluation criteria
How the process works for candidates
Step 1: Invitation
Candidates receive a secure link, deadline, and what to expect.
Step 2: Tech check
Most platforms offer a quick camera, mic, and connection test.
Step 3: Questions
Prompts appear one at a time. Candidates get brief thinking time and a time limit to respond. Some platforms allow limited retakes.
Step 4: Submit
Candidates submit and receive confirmation plus what happens next and when.
Preparation checklist to share with candidates
Technical setup
- Test camera and microphone with the built-in checker
- Confirm a stable internet connection
- Close apps that might slow the device
Environment
- Choose a quiet space with minimal background noise
- Face a light source for clear visibility
- Use a neutral, uncluttered background
Presentation
- Dress as you would for an in-person interview
- Look at the camera to simulate eye contact
- Keep brief notes handy but avoid reading word-for-word
Tip: A quick practice run helps candidates get comfortable speaking to camera.
Addressing candidate concerns and accessibility needs
Privacy and data handling
Explain who will view recordings, how long they’re stored, and security measures. Mention compliance where relevant (e.g., GDPR, CCPA).
Technology barriers
Provide support contacts, hours, and a fallback plan if the platform fails. Offer flexibility if candidates need to borrow equipment or find reliable internet.
Accessibility accommodations
Consider options like
- Extended response times
- Advance topic themes (not the exact wording)
- Alternative formats such as written responses
- Option to hide self-view during recording
Email template for async interview candidate invitations
Subject: Your one-way video interview with [Company Name]
Hi [First Name],
Your application for the [Role Title] position has moved forward. The next step is a short one-way video interview that helps us review candidates fairly and efficiently.
What to expect
You’ll answer [X] questions by recording video responses. Please complete and submit your interview by [Date, Time, Time Zone].
Time requirements
- [Y] seconds to review each question
- Up to [Z] minutes to record each response
- About [Total] minutes to complete
Technical needs
- Computer or smartphone with camera and microphone
- Reliable internet connection
- Quiet, well-lit space
Support
For technical issues, contact [Support Email] or [Support Phone]. Support hours: [Hours, Time Zone].
Next steps
We’ll review responses and update you within [Timeline]. Selected candidates will be invited to live interviews.
Start your interview: [Secure Link]
Thank you for your interest in [Company Name],
[Your Name]
[Title]
Key metrics to track for improvement
- Completion rate — percent of invited candidates who finish
- Low rates suggest unclear instructions, tight deadlines, or technical friction
- Time to complete — time from invitation to submission
- Guides realistic deadlines and question counts
- Drop-off points — where candidates abandon, e.g., tech setup or a specific prompt
- Highlights clarity gaps or complexity to reduce
- Candidate feedback — quick post-interview survey
- Open comments often reveal actionable fixes
Well-run processes commonly achieve 60–80% completion.
Making one-way interviews work for your team
- Set clear expectations from the first invite
- Offer responsive support and accessible alternatives
- Review metrics and feedback to refine prompts, timing, and guidance
- Keep the process humane and predictable for candidates
FAQs
How long should candidates have to complete the interview
Most teams allow three to five days to balance flexibility with momentum
Can candidates retake responses
It depends on platform settings and policy. When allowed, retakes are usually limited to one or two per question for fairness
What if a candidate has technical issues
Provide support contacts and a backup submission method (e.g., secure file upload) if the platform fails
